DATE PREPARED:____________
DATE PROVOST APPROVED:____________
DEPARTMENT OF MODERN FOREIGN LANGUAGES
DEPARTMENTAL TENURE, PROMOTION, AND
REAPPOINTMENT CRITERIA FOR ANNUAL FACULTY EVALUATION
GUIDELINES AND PROCEDURES
Year(s) Effective: 2006-2007
SECTION I: Appointment, Reappointment, Promotion, and Tenure
A.
Introduction
The criteria, guidelines, and procedures contained herein are supplementary to Section
II of the current Faculty Handbook and the WCU Tenure Policies and Regulations as
approved by the Board of Governors, the provisions of which shall prevail on any matter
not covered herein by further allowable specification or on any point wherein this
departmental document is inconsistent with those provisions.
B.
Criteria for Appointment, Reappointment, Promotion, and Tenure
1.
Earned Academic Degrees
Departmental requirements are the same as those stated in the Faculty Handbook
(4.02.02 Section IV-A).
2.
Professional Preparation and Experience
a.
Years of College-level Teaching Experience
(1)
For appointment/reappointment, or promotion in rank the minimal
departmental requirements are the same as those stated in the
Faculty Handbook (Section II).
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b.
Other Experience and Professional Preparation
Same as in Faculty Handbook. (Section II)
3.
Quality and Effectiveness of Teaching
The candidate must have a sustained record of superior teaching. The criteria
used in determining effectiveness of teaching are found in:
(a) student evaluations,
(b) teacher self-reports,
(c) course syllabi, and
(d) peer class observation.
Other data for evaluation may include:
(e) tests, exams, and quizzes, and
(f) related teaching materials, such as course materials, awards, honors,
and testimonials.
4.
Research and Publications
(a) The candidate should have a record of strong professional development
as indicated by the publication of books, monographs, peer-reviewed
articles, and book reviews, in scholarly journals in print and electronic media.
(b) The candidate should show participation in conferences that are related
to his or her scholarly discipline.
(c) Unpublished manuscripts may also be considered.
(d) Creative works and projects may be considered a part of the record
if they are germane to the candidate's scholarly discipline.
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(e) Activities to be considered include
1) Attendance at professional meetings,
2) Membership in professional organizations,
3) Leadership roles in professional organizations including
holding national, state or local offices,
4) Chairing sections in meetings, seminars, panels and committees,
5) Membership on committees, and
6) Application for and receipt of grants and contracts.
(f) Evidence of Professional Growth and Leadership. The candidate
should keep current in his or her field, be in contact with other
professionals. The record may contain evidence of the development of
new programs, leadership in existing programs, or the development of
skills in a related area. (See Section II E, 5 and 6 of this document for
details on how this information will be secured.)
(g) Development of technological expertise through self-teaching,
workshops, seminars, or other opportunities.
5.
Quality of, Role in, and Special Contributions to Institutional Affairs
a.
Off-campus Instruction and Regional and Community Service, including
outreach with K-12 schools.
b.
Work With Students
Effectiveness of guidance in the following areas: academic, post-graduate,
student organizations with particular emphasis on those related to the
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individual’s field. (See Section II, D1B of this document)
c.
Activities at the Departmental, School, and University Levels
(1)
Committee membership and chairmanships
(2)
Administrative responsibilities
(3)
Facilitate the integration of technology by colleagues through
workshops, tutoring, trouble shooting, or creating instructional
materials.
(4)
6.
Other service activities.
Promise for Sustained Future Professional Achievement
In its consideration of each candidate, the department shall assess and be guided
by the individual’s promise for sustained future professional achievement based
upon the cumulative record in all of the categories listed above. Recommendations
for appointment/reappointment and promotion to a rank shall be consistent with
the provisions of 4.02.02 Section II of the Faculty Handbook. A recommendation
for the conferral of permanent tenure must be based on a thorough assessment of
the candidate’s cumulative record and promise for sustained achievement.
7.
Institutional Needs and Resources
All recommendations on appointment/reappointment, promotion, and tenure shall
be consistent with the needs and resources of the department.
C.
Composition of the Departmental Reappointment, Promotion, and Tenure Committee
The departmental advisory committee shall be constituted in a manner consistent with the
provisions of 4.02.02 Section VI-A of the Faculty Handbook.
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D.
Procedures
1.
Preparation of the Files of the Candidates
Files on each candidate shall be prepared according to university guidelines.
2.
Procedures of the Departmental Advisory Committee on Reappointment,
Promotion and Tenure (supplementary to 4.02.02 Section VI-D of the Faculty
Handbook.)
3.
Other Procedures During and at the end of the Annual Consideration Process
a.
Each member of the MFL faculty eligible for promotion or tenure shall
be notified by the department head at the beginning of the academic year.
b.
An appeal of a negative decision (request for reconsideration) may be
initiated at the conclusion of the consideration process as provided in
Section 4.02.01 of the WCU Tenure Policies and Regulations.
SECTION II: Annual Faculty Evaluation
A.
Purposes
1.
To assist faculty members to know how their work is being evaluated.
2.
To assist faculty members to bring their work to a high level of professional quality.
3.
To promote the continuing professional development of faculty members.
4.
To provide a professional basis for assessments when decisions regarding the
status of the faculty member are being made.
B.
General Guidelines
1.
Supplemental to the annual appointment/reappointment, promotion and tenure
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process, the elected peer evaluation committee will complete an evaluation of
tenured faculty members every three years, and non-tenured, full-time faculty
every year.
2.
As a minimal condition each faculty member in the department shall be evaluated
on the same criteria and by the same processes. Non-tenured faculty must be
observed in the classroom.
C.
Criteria for the Evaluation
1.
The criteria by which the faculty members will be evaluated are:
a.
Effectiveness as a teacher.
b.
Effectiveness as a researcher, and producer of scholarly works.
c.
Service to the university at several levels and to students.
d.
Service to the community and region.
e.
Other skills, abilities, contributions, or roles that are highly valued by the
department.
2.
D.
Criteria Emphases:
a.
Teaching
b.
Service
c.
Research
Methods or approaches to be used for evaluation of the faculty member on each of
the criteria.
1.
Design of the evaluation plan
There are several primary evaluating groups or individuals participating in the
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evaluation process.
a.
Student Evaluation of Faculty - There is one questionnaire for all
courses. The form is to be completed at the instructor’s option during the
last two weeks of classes or at the beginning of the final examination.
b.
Teacher Self-Report - A one to two page document in which the candidate
reflects on the positive aspects of his/her teaching as well as the areas
identified as needing improvement.
c.
Course Syllabi - Relevant course syllabi are provided and examined for
instructional design features (e.g. course objectives).
d.
Student Evaluation of Faculty in Academic Advisement and Guidance
This questionnaire is completed by those students advised by the member
of the department and by others the faculty deems appropriate.
e.
Each faculty member will complete the MFL Annual Report of Faculty
Activities and submit it to the Department Head.
f.
The Peer Evaluation Committee will directly observe the classroom
teaching of non-tenured full-time faculty and will prepare a written report
each year. A written report will be prepared for tenured faculty every three
years. These written reports will be independent of Head’s report.
Regarding the evaluation of teaching effectiveness, the report will address:
a) content expertise, b) instructional design skills, c) quality of
instructional materials, d) flexibility in approaches to teaching, e)
evaluation of students, f) faculty/ student relationships, and g) facilitation
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of student learning.
g.
Other data for evaluation may include: tests, exams, and quizzes; peer
class observation data; and other related teaching materials such as course
materials, awards, honors, and testimonials.
2.
Instruments to be used in carrying out the plan
a.
The following forms will be used to collect data: Student Evaluation of
Teaching, Teacher Self-Report, Course Syllabi, Student Evaluation of
Faculty in Academic Advisement and Guidance, MFL Annual Report of
Faculty Activities and any other data provided for evaluation.
b.
Student Evaluation of Teaching, the Teacher Self-Report, Course Syllabi,
and Student Evaluation of Faculty in Academic Advisement and
Guidance, the MFL Annual Report of Faculty Activities, and any other
documentation supplied by the candidate will be examined by the
Department Head and, by the Peer Evaluation Committee. Approximately
one month prior to the due date for the AFE report, the Student Evaluation
of Faculty in Academic Advisement and Guidance will be distributed to
the appropriate students. Each faculty member will submit a written report
using the MFL Annual Report of Faculty Activities. Student Evaluation of
Teaching, the Teacher Self-Report, Course Syllabi, and other data
provided for evaluation will involve courses taught during the preceding
calendar year.
c.
The Department Head, and the Peer Evaluation Committee will collect
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all documents submitted, examine comments, weigh the results, and
assemble the results according to the MFL/AFE form. A conference will
be arranged between each individual evaluated and the Department Head.
The reports will be examined by the faculty member and the results and
conclusions discussed. Additions and corrections to which both parties
can agree can be made at this time. A final report will be submitted to the
Dean. If substantial disagreement still exists as to the reports contents,
the individual evaluated will have the opportunity to append an additional
statement to the report.
E.
Procedures
1.
The MFL Department will select a Peer Evaluation Committee consisting of 3
tenured members of the department to serve for a period of one academic year. If
3 tenured members of the department are not available, tenured faculty member(s)
from outside the department will complete the MFL Peer Evaluation Committee.
2.
Faculty preparation of Annual Report of Faculty Activities.
3.
Collection, tabulation and summarization of student evaluations and Student
Evaluation of Academic Advisement and Guidance forms.
4.
Department Head preparation of written evaluation report on MFL/AFE form.
5.
Peer Evaluation Committee preparation of written evaluation report on MFL/AFE form.
6.
Conference between department head and faculty member to discuss reports.
7.
Faculty member receives a copy of the final reports.
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F.
Consultation with the faculty member about the AFE results
At the conclusion of the evaluation process each year the department head will consult
with each member of the faculty to review the results of his/her evaluation and discuss
ways to improve performance. As a minimal requirement the faculty member should sign
the summary to indicate receipt of it, but should be provided the added opportunity
of replying to indicate acceptance of it or of providing a rebuttal to be attached to the
department head’s summary.
G.
A summary of the year’s AFE results in the department shall be prepared and submitted
to the dean by the end of the spring semester.
SECTION III: Preparation and Implementation
A.
Preparation and Approval
1.
These department criteria, guidelines, and procedures shall be prepared or
reviewed and reviewed each spring semester for the next academic year. The
MFL Department Annual Faculty Evaluation procedures will be revised each
year by a three-member committee reporting directly to the Department faculty
for action.
2.
On the timetable announced by the dean, the departmental document shall be
submitted to the dean for review. The dean shall endorse the document or
recommend revisions. The deans should forward the approved documents to the
VCAA for review, only when the dean is satisfied as to the quality and completeness of the document. The VCAA will approve the document or recommend
revisions and return it to the dean and department head. When revisions are
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needed, the department head will resubmit the revised document for approval
through channels as before.
B.
Implementation
1.
This document becomes effective for the 2006-2007 academic year immediately
following its preparation or revision upon endorsement by the dean and approval
by the Provost.
2.
This document shall guide the department consideration of candidates during the
year within the framework of the timetable announced by the Provost.
SECTION IV: Summary Statements of Departmental Expectations
A.
Recommendation for Tenure: Candidates are expected to document a successful record of
teaching, service, and scholarly activity along with the promise of future scholarly
development.
B.
Recommendation for Promotion to Associate Professor: Candidates are expected to
document a successful record of teaching, service and scholarly activity, which is reflected
in publications (preferably in peer-reviewed journals) and participation in professional
activities, such as internation, national and regional academic conferences.
C.
Recommendation for Promotion to Full Professor: Candidates are expected not only to
document a continuing record of successful teaching, service, and scholarly activity but
also a national presence for their work, as reflected in the production of books, peerreviewed articles, and other publications.
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APPROVED:
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DEPARTMENT HEAD
_______________________
DATE
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DEAN
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DATE
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PROVOST
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DATE